6 Ways to Improve Your Hiring Process in 2016

BY Michael Gaul | February 3rd, 2016

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Here we offer 6 ideas that can help you improve your hiring process in 2016 – and keep you on the right side of compliance requirements.

Balancing the Risks of Background Checks in Hiring [Infographic]

BY Michael Gaul | December 2nd, 2015

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Our new infographic provides a clear path that allows employers to avoid negative consequences and potentially even identify excellent employees among ex-offenders.

Embed This Image On Your Site (copy code below):
<div style="clear:both"><a href="https://www.proformascreening.com/blog/2015/12/02/background-checks-risks/"><img src="https://www.proformascreening.com/wp-content/uploads/2015/12/hiring-ex-offenders-infographic.jpg" title="How to Hire 'Second Chance' Workers" alt="hiring ex-offenders infographic" border="0" /></a></div><div>Courtesy of: <a href="https://www.proformascreening.com/">Proforma Screening Solutions</a></div>

Are Insurance Companies Undermining the Fair Hiring of Ex-Offenders?

BY Michael Gaul | October 16th, 2015

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Learn how to better navigate the competing pressures of insurance requirements and the desire to reduce the risk of discrimination under employment law.

Public Policy to Employer: Hire More Ex-Offenders

BY Michael Gaul | September 22nd, 2015

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Make no mistake about it: employment law aims to get employers to hire ex-offenders. At the Federal level, the Equal Employment Opportunity Commission (EEOC) and the Fair Credit Reporting Act (FCRA) combine for a one-two punch that targets the outcomes of hiring as well as the hiring process itself.

NYC Offers Employer Guidance (and Threatens Stiff Fines) on the Use of Credit History in Employment Decisions

BY Michael Gaul | September 18th, 2015

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In what is being called “the strictest anti-discrimination law of its kind in the country prohibiting discriminatory employment credit checks,” New York City’s Stop Credit Discrimination in Employment Act (“SCDEA”) is in effect as of September 3, 2015.

The ‘Employer’s Dilemma’ Ends in Settlement for BMW

BY Michael Gaul | September 16th, 2015

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The BMW case demonstrates how the EEOC requires employers to treat everyone the same but assess them individually in terms of criminal background.

To Hire an Ex-Offender or Not: Evaluating Your Risks

BY Michael Gaul | August 28th, 2015

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Determine if an applicant with a criminal record would be a good fit for the job. Learn how to evaluate your risks when hiring an ex-offender.

NYC Extends ‘Ban the Box’ to Private Businesses

BY Michael Gaul | June 22nd, 2015

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New York City has had a Ban the Box type ordinance in place for city employees since 2011, and on June 10th an overwhelming majority of the City Council passed a version of the law …

Words to the Wise about Social Media Background Checks for Employment

BY Michael Gaul | August 12th, 2014

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The treasure trove of personal information that has collected on social media is irresistible. We know that both employers and employees are scanning the publicly accessible areas of Facebook and other sources to find the …

Kaplan 2, EEOC 0

BY Michael Gaul | April 16th, 2014

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The intriguing results of a highly-publicized EEOC lawsuit highlight that if the EEOC is to win a judgment against an employer for disparate impact discrimination, it must use valid statistical methodology to prove “disparate impact”.

This case …